The Difficulty Of Recruiting Workers In Border Services Reflects The Structural Contradiction Of Employment In China

Weekend, Dongning Jin Longchang

Dongning County in Heilongjiang province is on the border with Russia. It is an important highway port in Northeast China. It is only 150 kilometers away from Russia's important port in Vladivostok (Vladivostok).

In the past, many Dongning people went to Russia to work for gold.

Now, however, Russia is gradually developing here.

In the first half of this year, China's economy grew by 9.6% over the same period last year, and maintained a relatively stable growth rate under the increasingly tight macroeconomic policy environment.

But many enterprises have reflected that the shortage of labor has become one of the biggest problems they have to face.

Longchang Garments Co., Ltd. is mainly exporting garments to Russia. Gao Bo, deputy general manager of the company, told reporters that the factory now has about 200 workers, and there are still about 50 people in the gap.

"Local farmers have relatively high incomes, so there are fewer migrant workers, plus more and more clothing and shoe processing enterprises here, so the recruitment difficulty is a common phenomenon here."

Gao Bo said.

Suifenhe, another port city close to Dongning, is also facing similar situations.

Yang Yanhong, the head of Suifenhe Three Gorges Economic and Trade Co., Ltd., who is engaged in the import and export of wood products, said: "our company has become more and more serious since the second half of 2009. Now, the monthly salary of skilled workers is 6000 yuan. It is difficult to recruit even if it is recruited."

Andrew Lau, director of the office of human resources and Social Security Bureau of Dongning County, revealed that most of the local farmers were planting black fungus with better economic returns or working abroad directly. With the increasing trade between China and Russia, more and more import and export processing enterprises have been settled in Dongning, and recruitment difficulties are gradually showing prominence.

Li Haishan, a financial officer of a Japanese funded enterprise in Hunchun County of Jilin Province, told reporters that as Hunchun was located in the border area between China, Korea and Russia, there were many migrant workers, but local enterprises were in a state of labor shortage for a long time.

"If more than 400 employees of our company are able to make up, the company's orders can be busy from the end of the year to the end of the year."

In the face of recruitment difficulties, enterprises have to go to other areas around the city to find surplus labor force. Xu Chunbo is one of the new employees recruited by Jin Longchang company from Suihua, which is more than 600 kilometers away.

"After I graduated from junior high school, I never had a job, and I had no contact with garment processing. I heard that a factory was opened here to try it, and now I think my income is good."

Xu Chunbo said.

During the Spring Festival this year, Andrew Lau and other Dongning county government officers and soldiers recruited more than one thousand workers to the surrounding areas and southern provinces to relieve "recruitment difficulties". During the recruitment process, many other places were also faced with similar situations and even competing for each other.

Liang Guangwei, director of the employment office of the Heilongjiang Provincial Department of human resources and social security, said that the phenomenon of "hard employment" appeared in Dongning and other places, and that the strong sense of employment in the vicinity of migrant workers was an important reason.

"When the treatment is almost the same, most migrant workers are unwilling to leave their homes. If they go out, the destinations must be developed areas."

Wang Gang, deputy director of the Economic Institute of Heilongjiang Academy of Social Sciences, said that in the process of urbanization in China, the pformation of farmers' status still takes time. Even if the new generation of migrant workers are not completely separated from the land, with the labor-intensive industries pfer and the wage gap narrowing, "returning home employment" has become a new trend.

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Many of the 80's "post-90s" migrant workers and their parents are completely different employment values and values, is also a major test of the current enterprises.

Yao Xiaoyan, 27 years old, came to work in a garment factory in Hunchun five years ago and more than 10 fellow townsmen.

Because of the long tedious work of ordering and locking, many young workers were unable to endure, leaving the well paid foreign factory.

"When the first more than 10 people get up, there are only 2 people left now. They say they would rather go abroad to see the world if they are tired."

Yao Xiaoyan said.

Wang Gang said that the new generation of migrant workers are different from those in the past in terms of education level, access to information ability and self-worth. Under the condition of shortage of structural labor, the choice of migrant workers has increased, and their discourse power has been strengthened. They have begun to "negotiate with their feet", which requires the government and enterprises to provide them with higher wages, welfare levels and greater room for growth.

Faced with the increasingly normal employment pressure, many cities and enterprises in southeast coastal China are improving their employment environment, changing the way of enterprise development, and endeavor to recruit and retain people with a more scientific and more humane talent system.

Jinjiang is a county level city with the most active private economy in Fujian coastal area.

However, due to the rapid development of industry, "labor shortage" has become the biggest worry of the manufacturing center.

In order to reverse the labor shortage situation, in recent years, the city has made great efforts to improve the employment environment, safeguard the rights and interests of migrant workers, and enable hundreds of thousands of migrant workers to become "new Jinjiang people" after batch.

Since 2002, Jinjiang has called out the slogan of "retaining a child to retain a migrant worker family". It has promulgated policies to ensure that migrant workers enjoy schooling and enjoy their treatment.

In some private enterprises in Jinjiang, there has also been a "mother workshop" specially designed for migrant female workers, providing convenience for female workers to take care of their families and children.

"Now more than 80% of the workers in our company are over 3 years old, and the annual turnover rate is more than 95% after the Spring Festival."

Recalling that a few years ago, when the factory was short of work and more than half, it was almost impossible to start work. Dai Bingkun, director of the NGA light industry and trade company, said, "now we really realize that only talents are the foundation for enterprises to settle down."

On the one hand, there is an endless shortage of labor shortage. On the other hand, there is still a large number of labor force unable to fully employ.

According to Zhang Xiaojian, President of the China Employment Promotion Association, China has pferred 240 million rural labor force, but there are still more than 100 million rural surplus labor force.

The experts pointed out that the current "labor shortage" in China is in a state of imbalance between labor supply and demand due to unbalanced regional economic development, labor intergenerational alternation, extensive production mode of some enterprises and unscientific concept of employment.

This is also the "growing pains" encountered in the process of China's economic growth mode pformation and industrial restructuring.

Zhang Xiaojian believes that to solve the problem of labor imbalance, we need to cooperate with the pformation and upgrading of the economic structure, and strive to improve the rights and interests of workers protection mechanism and job seekers self employment, market regulation of employment, and the government to promote employment of the labor force factor mobility system; at the same time, enterprises should also change the traditional concept of employment, and strive to expand the space for workers to achieve self-worth.